Thank you. That's a very good question.
It's been our experience that when we've gone to present to workplace HR departments, and to CFOs of different large corporations, they all ask for the same thing. They ask for Canadian-centric proof that there will be improved outcomes, improved productivity, decreased absenteeism, and presenteeism.
Where government could greatly help is, number one, to do pilots with products like ours, not necessarily ours, but with health risk assessments, with evidence-based programs that are concordant with C-CHANGE and other Canadian guidelines. Offer those programs, do research on them, and prove that the ROI in Canada is no different to that proven in many other countries and published in major peer review journals for independent research.
The second thing that I think is probably the killer application, if you will, is to offer corporations tax incentives for offering such programs to their employees. As I mentioned, Chapman looked at half a million people and 62 different studies, and there were huge benefits in outcomes, drops in medication usage, compliance in those who needed medication, and improvements in all the other factors such as blood pressure, satisfaction scores, etc.
Given that government, and not the employer, benefits from the direct health care expenditures, if they were to transmit some of those savings back to the employer, I think that would be the catalyst that would get some of the large employers in Canada to start adopting these formal workplace wellness programs, much as they are across the United States and the rest of the western world.